Employers must make reasonable accommodations for the known limitations of employees and applicants with disabilities. Accommodations can include:

• making workplace facilities readily accessible to and usable by people with disabilities;
• job restructuring;
• part-time or modified work schedules;
• acquiring or modifying equipment or devices; and
• providing readers or interpreters.

Determining whether accommodations are reasonable depends on factors such as:

• the nature and cost of needed accommodations;
• the size and nature of employers’ business, including the number and type of their facilities and their workforce structure and composition;
• employers’ previous good-faith efforts to accommodate similar disabilities; and
• employers’ ownership interest in the subject of proposed accommodations, including their authority to make the accommodations under the terms of a bona fide lease or other agreement.

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Under Title I of the Americans with Disabilities Act (ADA), employers, including state and local governments, with 15 or more employees, are prohibited from discriminating against people with disabilities. Title I protects qualified individuals with disabilities in several areas, including job application procedures, hiring, firing, advancement, compensation and job training. It is also unlawful to retaliate against someone for opposing employment practices that discriminate based on disability, or for filing an ADA discrimination charge. The Office of Federal Contract Compliance Programs (OFCCP) shares enforcement authority for Title I of the ADA with the U.S. Equal Employment Opportunity Commission (EEOC), which has primary responsibility for enforcing the employment provisions of the law. (Note: Federal employees and job applicants are covered by Section 501 of the Rehabilitation Act of 1973 instead of the ADA.